While there has been a much-needed shift in broadening our view of work beyond traditional jobs and roles to focus on skills and tasks, critical roles still play an important part in informing an organization’s workforce planning and talent management practices. However, a challenge in identifying critical roles arises when assessors use less valid criteria, …
As I continue to receive requests for various talent management tools, I am resharing three one-page templates I created for different talent purposes: Critical Position Risk. After an organization has identified its critical positions, one crucial next step is to evaluate any risks and vulnerabilities in those positions. This template helps to determine if four types of …
As work becomes more fluid and less predictable, there has been a much-needed shift in organizing and planning work beyond the limitations of jobs and roles. While this transition remains imperative, it’s important to recognize that many organizations still use at least a segment of jobs and roles as the basis for talent practices, such as …
As I mentioned in a post from a few weeks ago, while there has been a much-needed shift in expanding our view of “work” beyond the limitations of roles (e.g., skills and tasks), critical roles are still an important lens through which workforce and talent planning takes place. With this as the backdrop, here is a one-editable …
An organization’s ability to identify and plan for its critical roles—sometimes called pivotal roles — is an essential component of workforce planning and talent management. And while there has been a much-needed shift in expanding our view of “work” beyond the limitations of roles (e.g., skills and tasks), critical roles can still play an essential …
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